Central Washington University
POSITION REVIEW REQUEST
Date Received in
Human Resources
Classified Employee
To Employee: Complete the Position Review Request to request a review of your
position to determine whether it should be allocated to a different classification. Keep
a copy of the form for your records, and send the completed form to Human
Resources. Human Resources will forward the form to your supervisor with
instructions to complete the supervisor’s section. For an explanation of the review
process, please go to: Position Review and Allocation Procedure.
Additional Information: Attach additional pages as necessary to provide information
you believe will be helpful in understanding the job duties assigned to your position.
Employee Name:
Position #
Last
First
Department
Telephone
E-mail Address
Building and Room Number
Mail Stop
Work Days and Work Hours
(Examples: M-F, 8AM-noon/1-5.
Tu-Sat, 2:30PM-6:30/7:00-11:00.)
Supervisor Name and Title
Telephone
E-mail Address
2nd level Supervisor Name and Title
Telephone
E-mail Address
Department Head
Telephone
E-mail Address
Current Classification Title
Working Title (if different from current classification title)
FOR HUMAN RESOURCE OFFICE USE ONLY:
HR Allocation decision:
Allocation decision made by:
Date decision sent to employee:
Effective date for reallocation, if applicable:
Mail Stop
Mail Stop
Mail Stop
1. Position Purpose – Describe in three or four sentences the main reason(s) your position exists.
2. Describe specialized education, training, certification, skills or competencies required to perform your
duties.
3.
How have your duties changed since your position was last reviewed?
4. Specify the job classification you think provides the best match for your position and describe why.
Do Not Know (Check this space if you do not have an opinion about the proper classification for your
position.)
Position Review Request Form: Employee
Jan. 2006
Page 1 of 4
5. Main Job Duties: Describe your major duties beginning with the tasks that are most important or responsible.
Try to group similar tasks together into major duties and for each major duty, estimate the percent of time on
a weekly or monthly basis devoted to the task.
Attach additional pages if necessary
Job Duties
Place an “x” in the EF column to indicate which of your job tasks should be
considered as “essential functions”. You may access DOP Guidance on
Essential Functions from the WEB at:
http://hr.dop.wa.gov/ada/Essential%20Functions.pdf.
Functions listed as “essential” must meet one or more of the following
categories:
A.
Job tasks that are fundamental, not marginal, and are the primary
reason(s) for which the job was established. These tasks cannot
normally be transferred to another position without disruption in the
flow or process of work.
B. Any task(s) that is so critical that it cannot be eliminated from the
description of the job without significantly changing the position’s
role and contribution to the organization.
C. Any task(s), regardless of the frequency of performance, which
cannot be assumed by another employee, whether the same or
different position, either due to undue hardship to the employer or
unavailability of alternate incumbent, yet still must be accomplished.
D. Any task(s), which if eliminated would so significantly impact the
description of the position that it would require a change in
classification and/or salary range.
Job Duties
% Time per
month*
Total Must
Equal 100%
EF
Check if you believe the
duty is outside your job
class and specify how long
you have been performing
this duty.
If only part of the
description represents
duties you believe are
outside your job class,
please bold the
information.
*See http://hr.dop.wa.gov/forms/dopforms.htm#pdf for a percent of time calculation spreadsheet.
Position Review Request Form: Employee
Jan. 2006
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6. Decision-making Authority: Provide examples of the most significant decisions you are authorized to make
without consulting your supervisor.
Provide examples of decisions you make after checking with your supervisor.
If you are expected to represent your supervisor in his/her absence, please describe the circumstances and
frequency when this has occurred or will likely occur. Describe your role as your supervisor’s representative
and what your supervisor’s expectations are (for example, that you report on the meeting events or that you
are able to commit your supervisor to an action without his/her prior approval).
7. Organizational Structure: Attach a current organizational chart and complete section A below. If you are a
lead or supervisor, complete Section 7B, also.
A.
Indicate the appropriate names in the fields below.
Your Supervisor: This is the person who is responsible for establishing your job performance standards,
evaluating your job performance, acting upon leave requests and, if necessary, would be responsible for
initiating corrective action or hiring your replacement.
Name:
Title:
Your Supervisor’s Supervisor:
Name:
Title:
Others Reporting to Your Supervisor:
Name:
Title:
Name:
Title:
Name:
Title:
Name:
Title:
Name:
Title:
Name:
Title:
Name:
Title:
Position Review Request Form: Employee
Jan. 2006
Page 3 of 4
7B. Complete this section only if you “lead” or “supervise" other employees .
* Lead Definition: A lead employee has delegated responsibility for training, assigning, organizing or scheduling
work, and reviewing completed work assignments. A lead worker does not make hiring decisions, but may
participate in interviews and may provide input for performance evaluations.
** Supervisor Definition: A supervisor has authority to recommend hiring of staff, establish job performance
standards, evaluate job performance, and take corrective action if performance is not acceptable. Supervisors are
also responsible for training, assigning, and scheduling work, and acting upon leave requests.
If you are responsible for training other employees such as students, but you do not control their work assignments
or work schedule, include your training responsibilities in the “Job Duties” section, not in this section.
People You Lead or Supervise: (Attach additional sheets if necessary)
Name:
Title:
Permanent
Hours worked per week
Your responsibility:
Temporary
Student
Project
Student
Project
Months worked per year
Lead*
Supervise**
Briefly describe your responsibility as a lead or supervisor.
People You Lead or Supervise: (Attach additional sheets if necessary)
Name:
Title:
Permanent
Hours worked per week
Your responsibility:
Temporary
Months worked per year
Lead*
Supervise**
Briefly describe your responsibility as a lead or supervisor.
8. Budget Authority: For each item listed below, describe the scope of your budget responsibility to include the
number of budgets/funds, your role in budget development, and your authority to spend funds including the
dollar amount you are authorized to spend without discussing with your supervisor.
State budget funds:
Grant and contract funds:
Self-sustaining budget funds:
Other:
9. Scope of Public Contact: If your position requires that you deal with people, please describe the scope of
your public contact to include:
Who Contacted?
Primary Purpose of Contact
How Often Contacted?
10. Describe the materials you are authorized to sign for your department. Materials may include, but are
not limited to, correspondence, forms, contracts, and budget documents.
The information I have provided is accurate and complete:
Employee Signature
Date
This is the end of the employee section of the form. Please keep a copy of this form and send the original to
Human Resources. Human Resources will forward the form to your supervisor for review and comment.
Position Review Request Form: Employee
Jan. 2006
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